Global Change Manager

4 weeks ago

Brisbane, Queensland, Australia Flight Centre Travel Group Full time

The Global Change Manager will lead the transformation of People and Culture (P&C) across Flight Centre Travel Group (FCTG) through the implementation of Workday HR. This initiative is a true business transformation, shifting the way HR is managed, tracked, and optimised across 26 countries with diverse languages and operating cultures.

The role requires an expert change leader who can drive the shift from manual and siloed processes to a unified, digitally enabled HR environment. With a heavily federated operating model and challenging change environment, the Global Change Manager will focus on engaging leaders at all levels to become champions of the solution, ensuring alignment with broader business goals.

The successful candidate will partner with senior leadership, P&C teams, and external partners to create a shared vision for the future of P&C. A key aspect of the role is to inspire leaders to actively drive this transformation, ensuring the successful adoption and embedding of Workday across the entire business.

This is more than a system implementation—this is a chance to transform how we operate on a global scale. As the Global Change Manager, you will lead a pivotal transformation that will redefine the company's HR capabilities, empowering leaders and employees alike.

Key Responsibilities:

  • Drive Genuine HR Transformation:
    • Lead the organisation from a state with no formalised HR system to a fully integrated Workday platform, reshaping HR processes and workflows globally
    • Create a compelling case for change that aligns with the company's strategic goals and the needs of diverse regional markets
    • Position Workday as a business-critical solution, emphasising its potential to revolutionise HR operations and improve overall employee experience
  • Leadership Engagement and Championing:
    • Collaborate closely with senior and mid-level leaders to ensure they fully understand the importance of their role in driving adoption
    • Cultivate a network of change champions at all levels of the organisation, ensuring that leadership is visible, engaged, and supportive throughout the transformation
    • Provide leaders with the tools, knowledge, and confidence to be active promoters of the system, fostering a culture of change from the top down
  • Strategic Change Management:
    • Develop a change management strategy that emphasises the transformational nature of this initiative, positioning it as a strategic enabler for business growth and efficiency
    • Identify resistance points and regions of concern, and work with leaders to develop specific interventions to mitigate resistance and drive enthusiasm for the project
    • Ensure the change strategy is flexible to accommodate the diverse cultural and operational needs of each region while maintaining a consistent global approach
  • Stakeholder Engagement and Communication:
    • Build strong relationships with key stakeholders across HR, IT, and regional teams to align the project with business objectives and timelines
    • Design and execute a global communication plan that speaks directly to the varying needs and concerns of each market, including multi-language support
    • Ensure all messaging reinforces the strategic importance of this transformation and highlights leadership's ongoing commitment
  • Training, Enablement, and Support:
    • Develop a global training program that equips users at all levels with the skills and knowledge needed to adopt the Workday system successfully
    • Ensure tailored training materials are developed for leaders to empower them to lead by example and drive engagement across their teams
    • Establish ongoing support mechanisms, such as regional super-users or local champions, to maintain momentum post-implementation
  • Resistance and Cultural Adaptation Management:
    • Conduct thorough change impact assessments to identify areas of significant resistance, cultural nuances, and operational differences
    • Create action plans to address and overcome resistance, particularly in regions where the company's federated structure or change resistance is most prevalent
    • Ensure all interventions are culturally sensitive and adapted to local language and business practices to drive relevance and resonance
  • Monitoring, Reporting, and Continuous Improvement:
    • Define clear success metrics for the transformation, focusing on user adoption, system utilisation, and long-term benefits realisation
    • Regularly report on progress, key risks, and mitigation strategies to senior executives, regional leadership, and the project steering committee
    • Continuously monitor the effectiveness of change management efforts and make adjustments to improve outcomes where necessary

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